Human Resource Management Report: Tesco's HRM Strategies Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Tesco, a major UK retailer. It begins by outlining the purpose and scope of HRM, emphasizing its crucial role in organizational functions from recruitment to financial reporting. The report then delves into the strengths and weaknesses of Tesco's HRM, including its promotional strategies and employee referral programs, while also highlighting key practices and their benefits, such as conflict resolution, employee retention, and performance improvement. Furthermore, it examines the internal and external factors influencing HRM decision-making, including employee relations and legislation. Finally, the report explores the practical application of HRM practices within Tesco, offering insights into how the company manages its human resources to achieve its business objectives. The report concludes with an overview of the application of HRM practices in a work-related context and how Tesco's HRM strategies contribute to its overall success.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
THE PURPOSE AND SCOPE OF HUMAN RESOURCE MANAGEMENT..............................3
Purpose and function of Human Resource Management............................................................3
Strengths and weaknesses............................................................................................................5
EFFECTIVENESS OF THE KEY ELEMENTS OF HUMAN RESOURCE MANAGEMENT
IN AN ORGANISATION...............................................................................................................6
Benefits of different HRM practices............................................................................................6
Effectiveness of Human Resource Management.........................................................................7
INTERNAL AND EXTERNAL FACTORS THAT AFFECT HUMAN RESOURCE
MANAGEMENT DECISION-MAKING.......................................................................................8
Impact of employee relation in context to HRM decision making..............................................8
Employee legislation impact upon HRM decision making.........................................................8
APPLICATION OF HRM PRACTICES IN A WORK-RELATED CONTEXT...........................9
Applications of HRM practices...................................................................................................9
CONCLUSION..............................................................................................................................12
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management in every organisation is defined to be one of the crucial component
of every company that deals with different set of activities that are performed in the organisation.
The organisational operations are said to be arranged in a general manner and they are dealt in a
way they are to be only by the human resource management team that will help fulfil the
organisational policies in no time. It is necessary to maintain the statistical data of all the
operations as well as the customer details such that they will contribute for the prospect of
growth and will also help the management to identify the areas of improvement (Strohmeier,
2020). The planning and researching is eventually done by human resource management every
now and then such that every choice that is being counterpart by the activities beyond the
organisational execution will therefore be performed. This entire report will deal with human
resource management choices as well as the strategy that are being employed by the
organisation. The organisation that is chosen in this regard as Tesco. Tesco is one of the largest
retailer that is operating in United Kingdom. It is ranked to be one of the topmost retailing
services and respond of providing groceries to every customer and the customer base is said to be
landing in billions. The report will highlight the prospects of Human Resource Management in
the organisation Tesco and will also depict the sources that made it one of the best organisations
in United Kingdom.
HRM SCOPE AND PURPOSE
In order to attain the excellent results that are to be achieved by the organisation starting from
recruitment and selection to the onset of financial reports everything is tackled by the human
resource management team upon promoting different services that are associated with the entire
organisation. The different executives that are in charge of the organisational activities is right
from different sections of the company are responsible to tackle the process of the organisation
in order to establish the market. The productivity of the organisation is entirely dependent upon
how far the human resource management is involved in maintaining the onset of all the norms
and the regulations that are stipulated.
Purpose and function of Human Resource Management
Purpose of HRM
There are certain actions to be taken forward by human resource management and that will
define the purpose. Certain relevant actions require relevant purposes and that are being fulfilled

by the Organisational Management at Tesco. In the company there is a better Human Resource
Management and this department is involved into providing all the facilities to the employees
irrespective of the sector that are being divided in the organisation. For the organisation Tesco to
attain a good success and growth prospects it is the employees that are involved in maintaining
the standards of the organisation. This to carry forward, the human resource management
provides employees with a good amount of training and all the facilities that will incorporate the
company's norms and policies in the environment they are working. for every organisation
employees are regarded to be one of the major asset and the most probable resource (Collins,
2021).
The human resource management in the organisation Tesco is more into managing the entire
employees and that is how the organisation is moving ahead with a good economy and growth.
The rules and regulations that are designed by the management are being maintained by
employees at all times and the human resource management in the organisation will enhance the
gap between different understanding policies of employees and that is how the organisation is
moving with making employees understand the aspect of different laws that are falling in regard
to human resources. The different regulations that are being explain and are conveyed to all the
employees will include that of their equal pay which is the major criteria that everybody usually
take into account. The human resource management in the organisation Tesco is more into
developing the skills of the employees and will all the times support them based on the feedback
that is attained. The performance on an overall basis with regard to the employee list is being
monitored by the department at regular intervals such that they can incorporate the same in all
the employees. A channel is maintained for better communication such that all the decisions of
management can be equally convert to employees and quick action can be taken for the
necessary implementations.
Functions of HRM
Monitoring: human resource management at Tesco is so much towards the management of
resources such that it always observes different goals that are to be taken care about and will
have to achieve (Delery and Roumpi, 2017). The human resource management is at times
monitoring different aspects of the organisation such that it will identify the different areas of the
organisation and will incorporate human resources as and when required.

Compensation: competition is one of the key aspect for which the employees work in the
organisation. When providing and attractive compensation to the employee is the organisation
can make sure that the employees will perform in a better possible manner that will help them to
stay long period of time for the sake of the organisation as well as for their career development.
The human resource management at Tesco in sure to provide all the compensation facilities at
the right possible time and with attractive pay such that employees will stick to the norms and
policies of the organisation.
Listen: the most important aspect of Human Resource Management at the organisation Tesco is
that it will listen to all the opinions irrespective of different categories that are present in the
organisation. This is a mandatory because unless and until the organisation gets to incorporate
the opinion of everybody that they will pick the best out of the lot and will define them
accordingly.
Staying by employees: the organisation is more into protecting all the rights of employees and
will at time bring about the policies that are in regard to their development. The management is
always towards the employees and will address their problems in no time such that there will not
be any conflicts that arise between management and the employees (Ahammad and et.al, 2020).
Strengths and weaknesses
There are a set of entities that are to be dealt by human resource management and that with
regard to selecting best employees from different set of applications is said to be one of the
tedious tasks to accomplish. There are a set of different weaknesses as well as the strengths with
regard to different functionalities that are being performed by the human resource management.
In this regard the strengths and weaknesses are as follows:
Promotions:
Strengths: the company Tesco is said to be one of the varied Management which will motivate its
employees every now and then and based on their scale it will also pay them accordingly. This
will in return increase their skill set and they can also manage different activities that are to be
performed. Employees of the organisation Tesco are more towards the performance and the goal
oriented mind set. This is because the human resource management is more towards
incorporating the norms and policies every now and then and the training programs are taken
seriously.

Weakness: the respect of elderly people in the organisation and most probably they are not
towards getting any promotion. They only am for soft working atmosphere and that is when the
organisation will have to face the difficulty aap getting them to the level of satisfaction. There is
also a kind of judgemental approach that is being maintained in order to move ahead with the
promotion categories with regard to employees which is again turned out to be the weakness of
the organisation.
Employee referrals:
Strengths: The employee referral that are given to every employee in order to provide their
preference for the one that is in unemployment condition is said to be the right one and the
management will accept the people that will fall in this regard with respect to the skills and
knowledge. This is the best strength of the organisation because the ones that doing well in the
organisation can refer somebody who is best and taking up the roles of the organisation
(Carnevale and Hatak, 2020).
Weakness: The weakness in this regard is that whenever there is an employee who is providing
referral will be able to give reference of their family or friends. They might not be so much
skilful towards the post and that will in return be a witness to the organisation.
KEY PRACTICES THAT ARE INVOLVED IN HRM
Benefits of different HRM practices
There are a set of different benefits that are being tackled by the human resource management in
the organisation Tesco. Few of them are as follows:
Solutions and conflicts: there is a certainty and the scenarios with regard to different conflicts
that arise as a part of work space. A business is set of dealings and that will involve different
misunderstandings as well as different perceptions. The human resource management in the
organisation will have to develop the potential in order to move ahead with the solution that are
required in order to calm down the conflicts that arise as a part of the employee work. This is
necessary in order to move ahead with a good maximization of work instead of conflicts.
Reduce employee turnover: all the time is the human resource management of the organisation
Tesco is more into dealing with the certainty that are related to employee turnover. This will be
for the betterment of the organisation because if at all the employee turnover is more than that is
required that the performance of the organisation will automatically decrease. Therefore, the

activities that are related to hiring and training the employees will be cost-effective (Kianto and
et.al, 2017).
Employee performance improvement: there is a certain competitive advantage that is being
achieved by the performance that is granted by employees towards the organisation test. For this
prospect the human resource management in the organisation will have to monitor the
performance of employees at regular intervals and that is what is Human Resource Management
usually do in the organisation. It also brings about the training facilities that are required for the
members of the organisation to improve as well as to contribute their part to the organisation.
Helping to control the budget policies: budgeting is done usually on the basis of different
resources that are stipulated for the plans that are derived by the management. In this respect the
human resource management will have to develop a strategy such that it will control the
resources that are getting wasted and a better sustainability can be ensured.
Effectiveness of Human Resource Management
Human resource management in the organisation Tesco is more towards providing a good
amount of training to its employees such that they can move ahead with the policies of the
organisation. It is always necessary that employees will have to give their best in order to
increase the growth prospect of the organisation. For this the human resource management is
said to be one of the biggest asset for the organisation to deal with different simulation processes
that are required to gather and to provide information to all sort of employees in the organisation.
The productivity of the organisation is the major focus for the human resource management and
therefore it aims to facilitate the profitable standards by incorporating the essential aspects that
are related to employee development (Mousa and Othman, 2020). The company is more towards
the compensation plants which is one of the biggest strategy that they deal with. Based on the
compensation as well as the benefits that they generate with regard to employees and their work
they can ensure a safe condition of work space with regard to employees for over a long time.
They hold Employees with a good compensation and a wonderful training which is essential to
move ahead with the policies of organisation. It was not until when there is a proper goal that is
set for employees that their aim to achieve them and will also try to improve their career. In this
prospect human resource management will incorporate all the goals that are necessary for
employees to accomplished at regular intervals of time. They help employees to more their mind

set into such a pace that they get to understand the work and its importance and that is when they
contribute towards the best of their ability to maintain proper working condition.
HRM DECISION MAKING PROCESS WITH INTERNAL AND
EXTERNAL FACTORS
Impact of employee relation in context to HRM decision making
HRM has to ensure that it is being able to develop strategy such that employees relationship with
the HRM and the organisation is not being affected. It is necessary because employees are
responsible for implementing organisational strategies on the ground level and due to which if
employees are not being able to work at weather develop a strategy then over all organisations
work productivity will be reduced (Hebson and Rubery, 2018). Therefore because of which
HRM has to develop strategy in context to employee’s relation this is being achieved by
developing a proper communication with the employees and showcasing the organisational
requirement for implementing changes within the work process. With this approach HRM can
ensure that employees are able to evaluate the requirement of change and are able to take
appropriate measures accordingly. It is also important because if strategies are being developed
by not integrating employee relation then HRM may has to face employees resistance to change
(kuk Kang and Fornes, 2017). This would limit company from implementing innovative
approaches while also the final quality of services which have been provided to the customers
will also be suspended. Due to this HRM has to integrate employee relationship in the decision-
making process by which chances of facing employee’s resistance to change can be minimised
and desired target can be accomplished by Tesco within minimum efforts (Leonida and et.al,
2020).
Employee legislation impact upon HRM decision making
HRM decision making is also being affected because of employee legislation these legislations
acts are being developed by the government to ensure that basic employee rights are not being
violated by the companies in order to improve their performances. These employee legislation at
consist of medical leaves parental leaves which have to be given by the company to their
employees by which basic human rights of the employees are not being violated however despite
of several advantages associated with this leaves to the Employees there are certain limitations
which have to be faced by the company (Islam and et.al, 2020). This happens because since the
employees are not able to work within the given time period of their leave due to which overall

work productivity is being reduced of the company and HRM has to take suitable change is
within the working process to maintain uniformity within quality providing services to the
customer. Also with that the employee legislation act comprises of fixed working hours in which
implies will be working image in the company the working hours are already been fixed by the
employee legislation because of which HRM has to make several new recruitments will the work
in process because the Tesco tends to provide its services to the customers 24/7 and due to which
suitable measures have to be taken by the company to maintain its product supply reach the
customer (Cornelius, Amujo and Pezet, 2019). Also with that HRM has to ensure that a basic
minimum wages are being provided to the customers and due to which appropriate salary
structure has to be developed accordingly. With that this becomes important for the corporate
because of the fact that organizational expenditures and economical growth is being affected.
APPLICATION OF HRM PRACTICES IN A WORK-RELATED
CONTEXT
Applications of HRM practices
Job Description:
Marketing manager: Job Description
Company: Tesco
Reporting to: Income Generation Director
Working hours: 8:30 hours daily
Term Salary: £34.786
Job Description: To establish a proper communication channel with the customers and
implementing several customer attracting schemes by which customers can be influenced to
develop a direct contact with the company. The communication with the customers can be
developed through telephonic communication, social media platform and emailing.
Required Skills:
 MBA in business management
 Communication skills
 Understanding of Excel and Advance Excel
CV:
Tony Brown

Mobile No.: 123466789
Email id: [e-mail]
About:
An individuals aspirant who is having a work experience of about 7 years within the industry and
is highly motivated to implement the hard earned skills and expertise within the working process.
Also is highly motivated to develop its career its career as being an marketing managers and to
achieve a higher professional growth.
Education:
 Bachelor Degree in business management
 Diploma in Finance
 Diploma in computer application
Experience:
 1 year experience as being an supervisor
 2 years experience marketing executive
 5 year as being an marketing manager
Skills:
 Proper communication skills
 Good IT skills
 Team working
 Leadership
Hobbies:
 Playing outdoor games
 Reading books
 Playing Sudoku and chess
Offer Letter:
Offer Letter
Dear Mr. Tony Brown,
Welcome to Tesco, we are greatly work to inform that you have been selected to a an part of
Tesco family. Following are the essential set of information which you can achieve within the

company.
Candidate Name: Tony Brown
Date: 27/ 05/2021
Title: Marketing Manager
Department: Marketing and Sales
Report to: Income Generation Director
Salary: £37,074 annual
Starting: Start from 1 June 2021
Working days: 6 Days working
So, please give us a confirmation about offering and see you on board on 1st June 2021.
Emily Edison,
HR
Interview Questions:
Question- Tell me something about yourself?
Answer- My name is Tony Brown and I am having a work experience of about 7 years within
the industry and due to which I am having a proper understanding about the organizational
working patterns and also have a working experience to work in various type of work culture as
well.
Question- Why did you leave your previous job and why are you joining in an same profile?
Answer- In my previous job profile I was working as an marketing manger and because of
which I am having a proper understanding about the working pattern in various organizational
situations. But despite of several years of hard work I was not being able to achieve desired
growth and due to which I am switching the company.
Question- Are you planning to join our company for long term or short term?
Answer- I am planning to join your company for long term time period because I am assured
that I can achieve the growth which I desire.

CONCLUSION
The entire report computer upon highlighting the aspects of Human Resource Management and
that with regard to the organisation Tesco. Through this report one can easily understand the
purpose and functions of human resource management and that when it is applicable to the
workforce planning and resourcing of an organisation. The different strengths and weaknesses
that fall in regard to the approaches that are listed in the report like that of recruitment and
selection are being put forth in this. The different benefits that are associated with the employer
as well as the employee of organisation along with the different effective human resource
practices are elaborated in the context of the organisation such that one will understand the profit
and productivity that is related to the approaches of Human Resource Management. The different
internal and external factors of Human Resource Management are put forth in this report that can
help person who is reading the report to understand different key elements as well as the HRM
practices that are in regard to the management.

REFERENCES
Books and journals
Ahammad and et.al, 2020. Strategic agility and human resource management. Human Resource
Management Review. 30(1). p.100700.
Carnevale and Hatak, 2020. Employee adjustment and well-being in the era of COVID-19:
Implications for human resource management. Journal of Business Research. 116. pp.183-
187.
Collins, 2021. Expanding the resource based view model of strategic human resource
management. The International Journal of Human Resource Management. 32(2). pp.331-
358.
Cornelius, N., Amujo, O. and Pezet, E., 2019. British ‘Colonial governmentality’: slave, forced
and waged worker policies in colonial Nigeria, 1896–1930. Management & Organizational
History. 14(1). pp.10-32.
Delery and Roumpi, 2017. Strategic human resource management, human capital and
competitive advantage: is the field going in circles?. Human Resource Management
Journal. 27(1). pp.1-21.
Hebson, G. and Rubery, J., 2018. Employment relations and gender equality. The Routledge
companion to employment relations. pp.107-121.
Islam, M.A. and et.al, 2020. Exploring challenges and solutions in applying green human
resource management practices for the sustainable workplace in the ready‐made garment
industry in Bangladesh. Business Strategy & Development. 3(3). pp.332-343.
Kianto and et.al, 2017. Knowledge-based human resource management practices, intellectual
capital and innovation. Journal of Business Research. 81. pp.11-20.
kuk Kang, W.I. and Fornes, G., 2017. Where are they going? Case of British and Japanese
human resource management. Journal of Asia Business Studies.
Leonida, L. and et.al, 2020. Estimating the wage premium to supervision for middle managers in
different contexts: evidence from Germany and the UK. Work, Employment and Society.
34(6). pp.1004-1026.
Mousa and Othman, 2020. The impact of green human resource management practices on
sustainable performance in healthcare organisations: A conceptual framework. Journal of
Cleaner Production. 243. p.118595.
1

Strohmeier, 2020. Digital human resource management: A conceptual clarification. German
Journal of Human Resource Management. 34(3). pp.345-365.
Online
Human Resource Management: [Online]. Available through: < Human Resource Management:
What Is It? (thebalancecareers.com) >
2